I'm working on a project at present within the public sector. The project is to review the current appraisal process with a view to recommending a new model.
I'm keen to know what similar organisations are currnetly doing, whether you've decided to scrap the annual appraisal process in favour of a continuous development / monitoring approach? Do you use or value 360 feedback within your model?
I'm loking forward to hearing your experiences and suggestions!
Nadia
I'm working on a project at present within the public sector. The project is to review the current appraisal process with a view to recommending a new model.
I'm keen to know what similar organisations are currnetly doing, whether you've decided to scrap the annual appraisal process in favour of a continuous development / monitoring approach? Do you use or value 360 feedback within your model?
I'm loking forward to hearing your experiences and suggestions!
Nadia
3 Responses
Hi Nadia,
Hi Nadia,
Here are some responses to a similar thread:
https://www.trainingzone.co.uk/community/discuss/annual-appraisals-old-hat
I will also share this on our social media channels to see who else can share their experiences & tips – I know we have moved to a quarterly review approach, with 360 feedback as part of that. I think the only thing to be aware of if you move to more regular appraisals is to not make the system too complicated or admin heavy!
And here is a useful thread
And here is a useful thread about implementing 360 feedback: https://www.trainingzone.co.uk/community/discuss/360-degree-as-part-of-the-annual-performance-process
Nadia,
Nadia,
Please find below a link to a case study of a public sector organisation that made this move recently.
They also happen to use 360 degree feedback too.
http://blog.head-light.co.uk/case-studies/2016/01/online-performance-appraisal-0
Regards,
Ian.